Answer:
The correct option is B: Gap 2
Explanation:
The gaps model of service quality, which is also referred to as the 5 gaps model is a vital framework used by organization to ensure customer satisfaction. The Gap 2 model is normally between the perception of the management and what the actual experience of the customer is. In the Gap 2, managers always ensure that organization are delivering and defining the level of quality service they need. From the question Fedex is dealing with actual customer-defined performance standards and this indicates that they are a closing provider of the gap 2 of the gaps model of service quality.
Answer:
E=-4.0746
Explanation:
Using the midpoint method, Lauren's income elasticity of demand for new outfits is determined by the change in income multiplied by the average number of outfits, divided by the change in the number of outfits multiplied by the average income:
Her income elasticity of demand for new outfits is -4.0746.
For many in the baby boom generation, ......................................... represents a FLASHBULB MEMORY, an .......................... event.
A flash bulb memory refers to a detailed and vivid memory which is stored on one occasion and is retained for a life time. Such memory are usually related to important autobiographical events or other types of memories that are unforgettable.
Answer:
B. Each product, or job, uses the department to a different extent.
Explanation:
Departmental overhead rates uses a standard charge that is based on produced units attributed to a department.
Costs are applied with high precision.
When this model is used, the standard rate is multiplied by the number of units produced in the department, so there is no over allocation of resources.
For example if we consider the hours a machine operates. With a standard rate of $10 per hour, machine operation of 6 hours will give $10* 6 hours= $60
Answer: hygiene factors
Explanation:
From the analysis in the question, we can infer that the organization is focusing on the hygiene factors. According to Herzberg, even though the hygiene factors are vital, they don't motivate workers but they may lead to dissatisfaction at workplace when they're not in place.
Examples of hygiene factors are the organizational policies, relationships with co-workers, compensation, physical work environment, and job security.
